Top Leadership Program in Illinois for Emerging Leaders in Germany

Chicago’s higher education landscape has always been a microcosm of broader global shifts—where international partnerships shape local classrooms and where a single leadership program in Frankfurt can ripple through the Loop’s boardrooms and Hyde Park’s lecture halls. This week, the spotlight turns to Agnes Herget, a program manager at Frankfurt School of Finance & Management, whose work on a year-long leadership initiative has quietly grow a case study in how transatlantic educational exchanges are reshaping professional networks in Illinois. For Chicagoans, this isn’t just academic chatter. it’s a signal of how deeply our city’s talent pipeline is intertwined with Europe’s financial and educational hubs—and what that means for everything from local hiring trends to the next generation of civic leaders.

Herget’s program, described in her LinkedIn profile as a “year-long leadership program for selected members from each of the three [institutions],” may sound like a niche academic exercise. But in a city where finance, consulting, and operations sectors employ over 600,000 people—many of whom cycle through institutions like the University of Chicago Booth School of Business or DePaul’s Kellstadt Graduate School of Business—such initiatives are far from peripheral. They’re the invisible threads connecting Chicago’s corporate towers to global centers of influence, and they’re increasingly defining who gets access to the upper echelons of local industry.

The Frankfurt-Chicago Pipeline: Why It Matters Locally

At first glance, Frankfurt and Chicago might seem like an unlikely pair. One is a compact financial capital with a population smaller than Chicago’s Loop; the other is a sprawling metropolis where the Chicago River’s reversal still symbolizes the city’s knack for reinvention. Yet beneath the surface, the two cities share a surprising symmetry: both are regional powerhouses in finance, both host world-class business schools, and both serve as gateways for talent flowing between their respective continents and beyond.

Herget’s leadership program, while not explicitly named in her profile, appears to function as a talent accelerator—one that selects participants from three distinct institutions (likely a mix of European and North American schools) and immerses them in a curriculum designed to bridge cultural and professional divides. For Chicago, this kind of program isn’t just about sending a few local students abroad; it’s about ensuring that when those students return, they bring back the kind of global perspective that can elevate entire industries. Consider the following:

• The Booth Connection: The University of Chicago’s Booth School, consistently ranked among the top business schools globally, has long been a feeder for Chicago’s finance and consulting sectors. A 2023 report by the school’s Career Services office noted that 38% of its MBA graduates took roles in the Midwest, with a significant portion staying in Chicago. Programs like Herget’s could be funneling European talent into these pipelines—or, conversely, sending Chicago’s best and brightest to Frankfurt’s financial district, where they might later return with expanded networks and recent ideas.
• The Corporate Echo: Chicago is home to the headquarters of 35 Fortune 500 companies, including heavyweights like Boeing, McDonald’s, and Caterpillar. These firms don’t just operate locally; they’re global entities with offices in Frankfurt, London, and Singapore. Leadership programs that cultivate cross-border relationships can supply Chicago-based employees a competitive edge in climbing the corporate ladder—or, in some cases, a direct path to roles in Europe. For example, a mid-level manager at a Chicago consulting firm who participates in such a program might later find themselves leading a project in Frankfurt, only to return to the Windy City with a promotion and a broader mandate.
• The Civic Ripple Effect: Chicago’s civic leadership has historically been shaped by its educational institutions. From former Mayor Rahm Emanuel’s ties to the University of Chicago to the countless aldermen and nonprofit leaders who cut their teeth at local universities, the city’s power structures are deeply intertwined with its schools. Programs like Herget’s could be grooming the next generation of civic leaders—individuals who understand both the local politics of Chicago’s 50 wards and the global dynamics of finance and trade.

The Local Talent Paradox: Who Gets Left Behind?

For all the opportunities these transatlantic programs create, they similarly raise uncomfortable questions about equity and access. Chicago’s higher education ecosystem is notoriously stratified. On one end, you have elite institutions like the University of Chicago and Northwestern, where tuition can exceed $80,000 a year and where students often come from affluent backgrounds. On the other, you have community colleges like City Colleges of Chicago, where the average annual cost is under $5,000 but where resources for international programs are limited. Leadership initiatives like Herget’s risk becoming yet another advantage for those who already have a leg up.

This isn’t just a theoretical concern. A 2024 study by the Chicago Community Trust found that while 65% of jobs in the city’s fastest-growing sectors (finance, tech, and professional services) required a bachelor’s degree or higher, only 37% of Chicago residents over the age of 25 held one. The gap is even more pronounced when you look at race: while 54% of white Chicagoans have a bachelor’s degree, the figure drops to 23% for Black residents and 18% for Hispanic residents. In this light, programs that prioritize “selected members” from elite institutions—even if those institutions span continents—could inadvertently deepen existing inequities.

There are, however, signs that Chicago’s educational and corporate leaders are starting to address these disparities. The Pritzker Traubert Foundation, for example, has invested millions in programs like One Million Degrees, which provides wraparound support to community college students pursuing degrees in high-demand fields. Meanwhile, local firms like JPMorgan Chase and Northern Trust have launched apprenticeship programs aimed at creating alternative pathways into finance for Chicagoans without four-year degrees. The question is whether these efforts can scale fast enough to counterbalance the advantages conferred by elite global programs.

The Hidden Players: Who’s Really Shaping Chicago’s Global Talent Flow?

While Herget’s program is the focus of this discussion, it’s just one node in a much larger network of organizations shaping Chicago’s talent pipeline. To understand the full picture, it’s worth zooming out to see who else is pulling the strings—and how their work intersects with initiatives like hers.

The Chicago Council on Global Affairs

This nonpartisan think tank, headquartered in the Loop, has been a key player in positioning Chicago as a global city. Through its Young Professionals Network and Global Leaders Program, it provides platforms for Chicagoans to engage with international issues—and, in some cases, to connect with European counterparts. While not an academic program, its events often serve as informal networking hubs for participants in initiatives like Herget’s.

World Business Chicago

The city’s official economic development agency doesn’t just attract foreign investment; it also plays a role in talent retention and attraction. Its “Think Chicago” program, for example, brings STEM students from around the world to Chicago for a week-long immersion in the city’s tech and innovation ecosystem. While the focus is on tech rather than finance, the program’s alumni network includes many who later pursue careers in Chicago’s financial sector.

The German American Chamber of Commerce of the Midwest

With offices in Chicago and Frankfurt, this organization is a bridge between the two regions. It hosts events, facilitates internships, and even runs a “Young Leaders Conference” that brings together emerging professionals from both sides of the Atlantic. For Chicagoans looking to break into European markets—or for Europeans eyeing Chicago—this chamber is often the first stop.

These organizations don’t operate in isolation. A Chicago-based consultant who participates in Herget’s program might later attend a German American Chamber event to solidify connections, or a Frankfurt School graduate might land a job in Chicago through a World Business Chicago initiative. The result is a web of relationships that, while invisible to most Chicagoans, plays a significant role in shaping who rises to the top of the city’s industries.

What This Means for Chicago’s Workforce: Three Trends to Watch

For Chicagoans navigating the local job market—or for employers looking to hire—the rise of transatlantic leadership programs like Herget’s signals three key trends that are likely to shape the city’s economic future.

1. The “Global Local” Resume Is Becoming Non-Negotiable

Five years ago, a stint abroad might have been a nice-to-have on a resume. Today, it’s increasingly a must-have—especially for those eyeing leadership roles in finance, consulting, or operations. This shift is driven in part by the globalization of Chicago’s key industries. Take Boeing, for example: while its headquarters are in Chicago, its supply chain spans the globe, and its executives often rotate between offices in Seattle, Frankfurt, and Singapore. Candidates who can demonstrate cross-cultural competence—whether through a leadership program, an international internship, or even fluency in a second language—have a clear advantage.

For local job seekers, this means that opportunities like Herget’s program aren’t just about personal growth; they’re about staying competitive. It also means that Chicago’s universities are under pressure to expand their global offerings. The University of Chicago’s Booth School, for instance, has seen a 20% increase in applications to its London campus over the past three years, while DePaul’s Kellstadt Graduate School of Business has added new courses on global financial markets. For those who can’t afford to study abroad, local alternatives—like the Chicago Council on Global Affairs’ Young Professionals Network—are becoming increasingly valuable.

2. The Rise of the “Reverse Expat”

Chicago has long been a destination for international talent, from the Polish immigrants who settled in Avondale to the Indian tech workers who now call the West Loop home. But in recent years, a new trend has emerged: the “reverse expat”—Chicagoans who spend a few years working abroad, often in Europe, before returning to the city with enhanced skills and networks.

This trend is particularly pronounced in finance. A 2025 report by the Federal Reserve Bank of Chicago found that 12% of mid-level finance professionals in the city had worked abroad at some point in their careers, up from just 5% in 2015. Many of these reverse expats credit their time abroad with accelerating their careers. For example, a Chicago-based investment banker who spent two years in Frankfurt might return with a deeper understanding of European markets—and a Rolodex of contacts that can help their firm expand overseas.

For Chicago employers, this trend presents both opportunities and challenges. On one hand, reverse expats bring valuable global experience to the table. On the other, they often command higher salaries and may have different expectations about work-life balance than their locally trained peers. For the city as a whole, the rise of the reverse expat is a sign that Chicago is becoming a more globally integrated economy—but also that local talent is increasingly mobile, which could pose retention challenges for employers.

3. The Blurring Line Between Education and Employment

Traditionally, education and employment have been distinct phases of life: you go to school, then you get a job. But in Chicago’s fast-evolving economy, that line is blurring. Leadership programs like Herget’s are part of a broader trend toward “embedded education”—learning experiences that are directly tied to career advancement and that often take place within the context of work.

This shift is being driven by several factors. First, the rapid pace of technological change means that workers need to continuously update their skills. Second, employers are increasingly willing to invest in their employees’ education, seeing it as a way to retain top talent. And third, the rise of remote work has made it easier for professionals to participate in educational programs without relocating.

In Chicago, this trend is playing out in several ways. Local firms like Morningstar and Allstate have partnered with universities to offer customized executive education programs for their employees. Meanwhile, institutions like the University of Illinois at Chicago (UIC) have launched “stackable” certificate programs that allow working professionals to earn credentials in high-demand fields like data analytics and cybersecurity without committing to a full degree. For those who can’t afford to take time off work, these programs offer a way to stay competitive in a job market that increasingly values continuous learning.

Given My Background in Workforce Development, Here’s Who You Need in Chicago

If you’re a Chicagoan trying to navigate this shifting landscape—whether you’re a recent graduate, a mid-career professional, or an employer looking to build a globally competitive team—you don’t have to go it alone. The city’s ecosystem of experts and service providers can help you make sense of these trends and position yourself for success. Based on my experience in workforce development and higher education, here are the three types of local professionals you should be talking to:

Global Talent Strategists

What they do: These are the consultants and advisors who help individuals and organizations navigate the complexities of international talent mobility. They might assist a Chicago-based firm in setting up a rotational program for employees in Europe, or help a local professional secure a visa to work abroad. Some specialize in specific industries (like finance or tech), while others take a broader approach.

What to look for: Look for strategists with a track record of working with Chicago-based clients and a deep understanding of both U.S. And European labor markets. They should be well-versed in visa processes (like the J-1 exchange visitor program or the EU Blue Card) and have experience designing programs that align with local business needs. Ask for case studies or references from Chicago clients—especially those in your industry. Organizations like the German American Chamber of Commerce of the Midwest can be a good starting point for finding these experts.

Cross-Cultural Career Coaches

What they do: These coaches help professionals adapt to working in global environments. They might work with a Chicagoan preparing for a stint in Frankfurt, or with a European expat adjusting to the cultural nuances of the Windy City. Their services often include everything from language training to advice on workplace etiquette in different countries.

What to look for: The best coaches have lived and worked in both the U.S. And Europe (or at least have extensive experience in both markets). They should offer more than just generic advice; look for those who can provide industry-specific insights. For example, a coach who specializes in finance might help a Chicago-based banker understand the differences between U.S. And German financial regulations. Ask about their methodology—do they use assessments, role-playing, or other tools to help clients develop cross-cultural skills? Local universities like the University of Chicago or DePaul often have career centers that can refer you to reputable coaches.

Local Workforce Development Nonprofits

What they do: These organizations focus on ensuring that Chicago’s workforce is prepared for the jobs of the future. They might offer training programs, apprenticeships, or career counseling—often with a focus on underserved communities. Some, like One Million Degrees, specialize in supporting community college students, while others, like Skills for Chicagoland’s Future, work directly with employers to create job opportunities.

What to look for: Look for nonprofits with a proven track record of placing participants in high-demand fields. They should have strong relationships with local employers and a clear understanding of the skills that are in demand. Ask about their success rates—how many participants complete their programs, and what percentage go on to secure jobs or promotions? Also, consider their focus areas. If you’re a mid-career professional looking to pivot into a global role, for example, you might prioritize organizations that offer international networking opportunities or language training. The Chicago Community Trust’s website is a good resource for finding reputable nonprofits in this space.

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